摘要:

Although the use of evaluative performance standards is common in most organizations, research in our field has focused almost exclusively on selection standards (and predictor cut‐off scores), rather than standards for subsequent performance. This review considers aspects of the performance standard‐setting process that influence incumbents' job reactions, specifically in terms of motivated performance and job satisfaction. We draw upon the following literatures to specify future research needs and directions: goal setting, feedback and framing, performance expectations, job satisfaction, and utility analysis. The result is an outline of research propositions concerning the acceptance of performance standards, the content of performance standards, the communication of standards, and the difficulty levels of those standa

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb02407.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

In a study involving 143 experienced managers, utility analysis was found to influence managerial decision making, but not in the way intended by advocates of this technique. Utility analysis reduced the support of managers for implementing a valid selection procedure, even though the analysis indicated that the net benefits from the new procedure were substantial. In light of these findings, industrial/organizational psychologists are advised to reconsider their assumptions regarding the information managers use when managers make human resource policy decisions.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb02408.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Hypotheses are proposed about relations among “building block” components of the motivation to attain exercise goals in an organizational fitness program, as well as about health‐related individual differences in those components. The hypotheses are tested in a longitudinal field study involving questionnaire, physiological, and behavioral data from 107 participants in such a program. In support of the componential hypotheses, goal attainment was a positive function of goal commitment. Goal commitment was an additive function of goal attractiveness and goal‐specific self‐efficacy/perceived control. In support of the individual difference hypotheses, physiological variables were associated with work‐ and health‐related perceived barriers to goal attainment. Employees with high health risks ranged from .5 to 1.2SDshigher in perceived barriers than employees with low risks. Evidence suggests that for goal setting to succeed as a program intervention, managers must concentrate on reducing the perceived work‐ and health‐related barriers to exercise participation and goal attainment, especially for employees with

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb02409.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced‐choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee performance (r = .22, p<.05), turnover (r = ‐.35, p<.01), and scores on a “value composite” (reflecting a combination of job performance and employee retention criteria) as defined by the research sponsor (P = .41, p<.01). Furthermore, job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonredundant with hiring decisions based on an application review, reference check, and interview, whereas the cognitive ability test scores shared considerable redundancy with hiring decisions based on the current selection

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb02410.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

This article examines how the evaluation of disciplinary appeals in nonunion organizations is affected by the use of procedural guidelines. Data were collected from 142 managers in a simulation study designed to assess the impact of procedures that are common within arbitration and judicial systems but less common within non‐union appeal systems. Procedures which allowed decision makers to evaluate the reasonableness of the disciplinary rule, which specified a stringent standard of proof, and which restricted the availability of work history information significantly increased the likelihood of affirmative responses to disciplinary appeals. It was also found that the effect of the standard of proof guideline significantly increased when the evidence against the employee was weak. The implications of these findings for the design of appeal systems and for future research are discusse

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb02411.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

The construct validity of traditional assessment center dimensions was compared with that of a set of alternative constructs based on the functional structure of managerial work. Subjects were 75 middle‐level managers in state government who participated in two developmental assessment centers as part of a centralized management development program. One assessment center measured performance in terms of traditional attribute dimensions and the other in terms of functions performed in managerial work. Results show that evidence for construct validity is weak for both sets of construct

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb02412.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Using data collected from 1,987 employees at several locations of a large firm, this study investigates relationships between these employees' cognitive and attitudinal perceptions of an employee assistance program (EAP) and their propensity to use it. Familiarity with the program, perceived accessibility of it, and perceived managerial support for it are hypothesized to affect both employees' confidence in the program and their propensity to use it, and confidence in the EAP is further hypothesized to affect propensity to use. LISREL analysis supported the overall model, but the direct paths from the cognitive variables to propensity to use were not supported and confidence in the program was therefore indicated to be an essential mediating variable. Propensity to use an EAP is argued to be an important indicator of effective EAP implementation and suggestions are offered to management for promoting employee confidence in an EAP and ultimately their propensity to use it.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb02413.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Tett, Jackson, and Rothstein (1991) recently presented a meta‐analysis of the relationship between personality and job performance. Many of their findings, particularly those pertaining to the Big Five personality dimensions, are at odds with one other large scale meta‐analytic study (Barrick&Mount, 1991) investigating the relation between personality and performance. In order to reconcile these new results with previous findings, we examined differences in the sample sizes used, the process for assigning pre‐existing scales to personality dimensions, and the nature of the jobs investigated. In addition, we found four technical errors in the Tett et al. moderator meta‐analyses in computing sampling error, the bias correction, sampling error for bias corrected correlations, and computing sampling error variance across studies. These errors raise serious questions about the interpretation of their results for various moderators of the personality‐job performance rel

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb02414.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Tett, Jackson, and Rothstein's (1991) meta‐analysis identified higher average correlations for personality in predicting job proficiency than did Barrick and Mount's (1991). Ones et al. suggest that discrepancies between the two studies involving the Big Five personality dimensions are due to certain procedural differences. In this reply, we show that their arguments do not adequately explain the noted discrepancies. We also show that, because personality traits correlate significantly with job performance both positively and negatively beyond chance levels, use of absolute values, contrary to Ones et al., is important in meta‐analyses involving personality. Addressing all of Ones et al.3 statistical concerns, re‐analysis of Tett et al.k main data set results in slightly lower mean validities (e.g., .24 vs.29 for fully corrected values based on confirmatory estimates), and renders non‐significant the job analysis/no job analysis distinction found to be significant in the original study. Tett et al.'s main conclusions, however, remain unchanged. We suggest that Barrick and Mount's lower mean validities may be due to their averaging signed correlations, pooling exploratory and confirmatory findings, and to the use of different inclusion criteria for selecting source

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb02415.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

PISKURICH, GEORGE M. (Ed.‐in‐Chief).The ASTD Handbook of Instructional Technology.BRUCE, WILLA M. and BLACKBURN, J. WALTON.Balancing Job Satisfaction and Performance: A Guide for Human Resource Professionals.COOPER, CARY L. and ROBERTSON, IVAN T.International Review of Industrial and Organizational Psychology 1993, Volume 8.CUNNINGHAM, J. BARTON.Action Research and Organizational Development.CLARK, KENNETH E., CLARK, MIRIAM B., and CAMPBELL, DAVID P. (Eds.).Impact of Leadership.ARGYRIS, CHRIS.Knowledge for Action: A Guide to Overcoming Barriers to Organizational Change.MERCER, JAMES L.Public Management in Lean Years: Operating in a Cutback Management Environment.ZEIDNER, MOSHE and MOST, ROBERT (Eds.).Psychological Testing: An Inside new.CROPANZANO, RUSSELL (Ed.).Justice in the Workplace: Approaching Fairness in Human Resource Management.CAMPBELL, DAVID P.Inklings: Collected Columns on Leadership and Creativity.FREI, FELIX, HUGENTOBLER, MARGRIT, SCHURMAN, SUSAN, DUELL, WERNER, and ALIOTH, ANDREAS.Work Design for the Competent Organization.SCHMIDT, WARREN H. and FINNIGAN, JEROME P.The Race without a Finish Line: America's Quest for Total Quality: Lessons from Malcolm Baldrige Award Winners.PUCIK, VLADIMIR, TICHY, NOEL M., and BARNETT, CAROLE K. (Eds.).Globalizing Management: Creating and Leading the Competitive Organization.MOORE‐EDE, MARTIN.The Twenty‐Four Hour Society: Understanding Human Limits in a World That Never Stops.DESSLER, GARY.Winning Commitment: How to Build and Keep a Competitive Workforce.HUGHES, RICHARD L., GINNETT, ROBERT C., and CURPHY, GORDON J.Leadership: Enhancing the Lessons of Experience.COOK, MARY F. (Ed.).The AMA Handbook for Employee Recruitment and Retention.SMITS, STANLEY J. and PACE, LARRY A.The Investment Approach to Employee Assistance Programs.RAHIM, M. AFZALUR.Managing Conflict in OrganizationsMORGAN, GARETH.Imaginization: The Art of Creative Management.SACHS, RANDI TOLER.Productive Performance Appraisals.COTTON, JOHN L.Employee Involvement: Methods for Improving Performance and Work At

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb02416.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY